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The use of meta-analysis to resolve issues in the fields of organizational behavior and human resources management was reviewed by coding 35 studies on 21 methodological variables. Results illustrate the tremendous variability in how researchers apply meta-analysis. Suggestions are provided for correctly using meta-analysis. (SLD)

The goal of this research was to replicate findings related to followers' negative evaluations of leaders expressing counter‐stereotypical emotions (e.g., females displaying anger, males displaying sadness). Drawing on predictions of the Challenge versus Threat model, this research also extended those findings by examining whether follower positive and negative affects mediated the relationship between leaders' counter‐stereotypical emotional displays and followers' leadership evaluations. In an online experiment, participants completed a reasoning task and received personalized performance feedback from a virtual manager represented by an avatar (male or female) displaying an emotion (neutral, angry, or sad). Participants reported task‐related positive and negative affects and rated their manager (trust, perceived effectiveness, and leader‐member exchange). We replicated previous studies showing that displaying counter‐stereotypical emotions has a negative influence on leadership evaluations. We did not find support for the mediating role of followers' affects in the relationship between counter‐stereotypical emotional displays and leadership evaluations; although these affects influenced followers' ratings of their manager. We discuss these findings using Backlash and Role Congruity Theory perspectives and present their theoretical and practical implications. [ABSTRACT FROM AUTHOR]

In this article, we examine the hypothesis that in masculine cultures or in other contexts that emphasize competitive achievement, those with higher performance capabilities will feel empowered to have input in decisions and, hence, will desire opportunities to voice their opinions about decisions to be made. In contrast, in more feminine cultures or in other contexts that value the importance of nurturing people with lower capability, those with lower capabilities will feel valued as important group members, will feel worthy of receiving voice and. hence, will appreciate voice opportunities. We provide evidence for these predictions in 2 studies, 1 conducted in the United States (a more masculine culture) and I in the Netherlands (a more feminine culture). Evidence also comes from experimental conditions in both studies, in which we made salient to participants countercultural norms and values, that is, nurturing the less capable in the United States and competitive achievement in the Netherlands. Implications for the psychology of voice and cross-cultural research are discussed. Keywords: voice, performance capabilities, masculine and feminine cultures, competitive achievement, nurturance DOI: 10.1037/a0019310

To purchase or authenticate to the full-text of this article, please visit this link: http://dx.doi.org/10.1111/j.1559-1816.2007.00282.x Byline: Florence Rolland (1a), Dirk D. Steiner (a) Abstract: This study examined the effects of providing an explanation and voice on fairness perceptions and reactions of test takers under favorable and unfavorable selection decisions. Participants took either a cognitive ability test or an overt integrity test in a simulated selection situation. Then, the voice manipulation was introduced. Participants were informed of the hiring decision with or without an explanation. Results showed that type of test had effects on procedural fairness perceptions such that these reactions were more positive when a cognitive ability test was used. The results of voice and explanation manipulations on fairness perceptions indicated that providing an explanation had a positive effect on perceptions but, surprisingly, face-validity perceptions were less favorable when participants had voice opportunity. Author Affiliation: (a)Laboratory of Experimental and Quantitative PsychologyUniversity of Nice-Sophia Antipolis Article note: (1) Correspondence concerning this article should be addressed to Florence Rolland, Laboratoire de Psychologie Experimentale et Quantitative, Universite de Nice-Sophia Antipolis, 24, avenue des Diables Bleus, 06357 Nice Cedex 4, France. E-mail: florolland@hotmail.com or dirk.steiner@unice.fr

Suppressing and faking emotional expressions depletes personal resources and predicts job strain for customer-contact employees. The authors argue that personal control over behavior, in the job and within the national culture, provides compensatory resources that reduce this strain. With a survey study of 196 employees from the United States and France, the authors supported that high job autonomy buffered the relationship of emotion regulation with emotional exhaustion and, to a lesser extent, job dissatisfaction. The relationship of emotion regulation with job dissatisfaction also depended on the emotional culture: the relationship was weaker for French customer-contact employees who were proposed to have more personal control over expressions than U.S. employees. Theoretical and research implications for the emotion regulation literature and practical suggestions for minimizing job strain are proposed. Keywords: emotional labor, emotion regulation, burnout, emotional exhaustion, autonomy, control

The present experiments examined how people exhibiting an optimistic outlook on the future are judged. The research tested and compared social acceptance of exhibiting optimism for oneself (Study 1) and comparative optimism (Study 2) in the professional and friendship domains separately and without comparison to pessimism. Results showed that optimism (for self and comparative) is socially accepted but it is more accepted in the professional domain than in the friendship domain. In the discussion, we suggest that optimism could be useful for social functioning. [ABSTRACT FROM AUTHOR]

Perspectives from 22 countries on aspects of the legal environment for selection are presented in this article. Issues addressed include (a) whether there are racial/ethnic/religious subgroups viewed as “disadvantaged,” (b) whether research documents mean differences between groups on individual difference measures relevant to job performance, (c) whether there are laws prohibiting discrimination against specific groups, (d) the evidence required to make and refute a claim of discrimination, (e) the consequences of violation of the laws, (f) whether particular selection methods are limited or banned, (g) whether preferential treatment of members of disadvantaged groups is permitted, and (h) whether the practice of industrial and organizational psychology has been affected by the legal environment. [ABSTRACT FROM AUTHOR]

The article presents the authors' comments on several articles on legal environment for personnel selection published in the journal. The authors agree to the article by E.M. Dunleavy and colleagues and suggest that exploring culture differences help to understand differences in law and its enforcement. They say that A. Gutman's article on the U.S. having better selection methods is true if the focus is on the structural detail of the regulatory and evidentiary process.

This study examined the fairness reactions to 10 personnel selection methods in a sample of Italian students. University students ( N=137) were asked to rate the favorability of these selection procedures and then to evaluate them on eight procedural justice dimensions. Work-sample tests were the most favorably rated of the selection methods, followed by résumés, written ability tests, interviews and personal references. Graphology was perceived negatively. Opportunity to perform and the perceived face validity of selection procedures were the strongest procedural justice dimensions for predicting the process favorability ratings. The results of this study are compared with those from similar studies conducted in other countries. Similar results have been found in the various countries where such research has been conducted to date. [ABSTRACT FROM AUTHOR]

The purpose of this paper is to examine the usefulness of the organizational justice approach to applicant reactions. We begin with an overview of the research relating the fairness of selection procedures (“selection fairness”) to individual and organizational outcomes. Next we propose boundary conditions defining when fairness should matter, the appropriate outcomes to examine in applicant reactions research, and methodological issues limiting the contribution of much of the current literature. We then consider a range of questions that remain to be addressed and new issues such as high-tech testing. Finally, we propose a series of applied questions and recommendations based on both theory and empirical research. [ABSTRACT FROM AUTHOR]

This article considers the relationships between culture and reactions to personnel selection procedures. The limited international research that has examined perceptions of procedural justice of different selection techniques is reviewed. The consistency in reactions and underlying procedural dimensions associated with those reactions is noteworthy across the countries that have been studied. We also propose a model of cross-cultural influences on procedural justice in personnel selection by identifying those cultural dimensions that are most likely to influence the salience of different distributive and procedural justice rules. The discussion addresses whether cultural dimensions can adequately capture the international dimensions that most centrally influence reactions to selection procedures and how knowledge of cultural influences on reactions can aid the implementation of selection procedures that are unfamiliar to a particular country. [ABSTRACT FROM AUTHOR]

This paper provided construct validity evidence for polychronicity in two related studies. Study 1 assessed the relationship between individuals' stated polychronicity preferences and peer ratings of polychronicity in a multitrait-multimethod design, which indicated that different raters were able to agree about an individual's polychronicity. Additional construct validity evidence was provided by linking polychronicity to several potentially related constructs such as achievement striving, impatience/irritability, stress, and performance. In study 2, hypothesized relationships between polychronicity and both time urgency and time management behavior dimensions were supported. In addition, similar relationships between polychronicity and time urgency dimensions were identified across French and US samples. Together, these two studies provide a clearer understanding of the correlates and potential outcomes of polychronicity. Directions for future research are also discussed. [ABSTRACT FROM AUTHOR]

This study sought to test the disaggregation hypothesis of the relationship between life satisfaction and job satisfaction (Rice, Near & Hunt, 1980) which proposes that the relationship is stronger for individuals who value work in their lives. To date, tests of the hypothesis have been inadequate due to insufficient measures of work value and life satisfaction. This study found support for the hypothesis using improved measures and a more appropriate analytic technique. Principal component regression was the appropriate technique to detect a moderating effect in data with linear dependencies. [ABSTRACT FROM AUTHOR]

The relationships among engineers' career aspirations, technical obsolescence, personal variables, work characteristics, and perceptions of the organization's reward system were examined in this study. A discriminant function analysis indicated that (a) perceptions of the organization's reward system for management careers and (b) administrative performance were two dimensions that could correctly classify 59.8 per cent of the engineers into one of three career-orientation groups. Career orientation was unrelated to the amount of technical updating an engineer was currently engaged in; however, individuals aspiring to management careers were engaged in more coursework of a general, broadening nature. Also, the better technical performers most desired future management careers. Career orientations are discussed in terms of age, career stages, and organizational reward system. Changes in organizational reward systems and in work characteristics are suggested because of their consequences for technical personnel. [ABSTRACT FROM AUTHOR]

In a simulation study, I examined the potential role of values in leader-member exchanges (Dansereau, Graen, & Haga, 1975). Little research has been conducted to determine the factors influential in the development of leadership versus supervisory exchanges (Dienesch & Liden, 1986). In this study, greater similarity between supervisor and subordinate values was perceived in leadership exchanges. The study was conducted in France and the United States. No support was gained for the hypothesis that similarity would be less important in France. The results did suggest greater individualism among American subjects and more conformity among French subjects. [ABSTRACT FROM AUTHOR]

Examines the role of attributions in the development of the relationship between leaders. Influence of attributions on the study of leadership; Importance of leader-member exchange theory; Attributional processes for organizations.

This article discusses theoretical and methodological developments needed in the research on the relationship between job satisfaction and life satisfaction. A recent meta-analysis provides the only review of the literature on the job satisfaction/life satisfaction area in nearly a decade. This meta-analysis supports the existence of a relationship between the two satisfactions, and suggests that additional research in the area is important. The review by M. Tait is limited, however, in that it only addressed the strength of the relationship between job and life satisfaction; theoretical and other issues were not treated. At present, then, it seems appropriate to take stock of the current status of the theory and research on job and life satisfaction and focus the attention on the questions that remain unanswered. Four literature reviews on the relationship between job satisfaction and life satisfaction were published in 1980. It is therefore organized this review in sections that describe the state of knowledge in 1980, what new has been learned since 1980, and the future directions that it is been propose for research on the relationship between job satisfaction and life satisfaction.

Steiner & Truxillo (1989) recently presented a study on the disaggregation hypothesis of the relationship between job and life satisfactions. The disaggregation hypothesis proposes that the relationship between job satisfaction and life satisfaction will be moderated by the importance of work to an individual's life. Previous research on the hypothesis (see Steiner & Truxillo, 1989) suffered from weaknesses in three areas which Steiner & Truxillo sought to correct: (1) a weak measure of life satisfaction, (2) an inadequate measure of the work value, and (3) a potentially weak statistical technique. The Steiner & Truxillo study remains an improvement on the first two areas; however, more recent evidence suggests that the statistical technique did not in fact require improving. In recent years: investigators of moderating effects have relied on ordinary least squares (OLS) regression approaches to test for the significance of such effects (see Cohen & Cohen, 1983; Zedeck, 1971). Disappointment both with the infrequency of detecting such effects and with the small size of effects detected (Cohen. 1969; Morris et al., 1986) prompted Morris et al., (1986) to propose an alternative strategy for conducting the analysis. The new procedure, referred to as principal components regression (PCR) is used to overcome multicollinearity problems encountered in regression analyses. Morris et al., proposed using the PCR procedure when multicollinearity was problematic in moderated regression analyses. In an effort to stay current with the latest developments in moderator regression analysis, it was the PCR approach that Steiner & Truxillo used as the statistical improvement in their study. Articles appearing subsequent to the Morris et al., piece and the preparation of the Steiner & Truxillo study have, however, convincingly argued that PCR provides an inaccurate analysis of moderator effects (Cronbach, 1987; Dunlap & Kemery, 1987). Therefore, Steiner & Truxillo's (1989) improved test was based on an incorrect analysis. The correct analysis, based on OLS moderated multiple regression analysis, was included in the article; however, those results indicated that the importance of work does not moderate the relationship between job and life satisfactions. This conclusion is contrary to the results based on the PCR procedure. Due to the strength of the correlation between job and life satisfaction in the Steiner & Truxillo data, the more straightforward spillover hypothesis, wherein job satisfaction and life satisfaction are positively related, appears to be better supported. This finding is consistent with a recent meta-analysis on this topic (Tait, Padgett & Baldwin, 1989). Other moderators, particularly coping, as proposed by Steiner & Truxillo (1989), might prove more successful in future research than the work value was. The OLS procedure (see Cohen & Cohen, 1983, for a complete discussion) remains the technique of choice to analyse for moderator effects. But, as Cronbach (1987) pointed our, power to detect moderator effects appears limited. He encouraged further investigation into research methods that would be more sensitive to detecting moderator effects. Without more powerful approaches, significant moderators are likely to go undetected, thus discouraging researchers from studying them. [ABSTRACT FROM AUTHOR]